scholarly journals A design of turnover intention antecedents and their relation on work design for firms

2021 ◽  
Vol 10 (37) ◽  
pp. 24-33
Author(s):  
Asif Mehmood Rana ◽  
Muhammad Bilal ◽  
Muhammad Maroof Ajmal ◽  
Muhammad Asif Zaheer ◽  
Muhammad Zia-ur-Rehman
Keyword(s):  
Turnover Intention ◽  
Fast Food ◽  
Turnover Intentions ◽  
Food Service ◽  
Job Characteristics ◽  
Firm Level ◽  
Managerial Implication ◽  
Individual Level ◽  
The Relationship ◽  
Retail Food

Most of the time Employees turnover intentions has been examined with the level of Human Resource Practices (HRP) in previous studies. Present study added social and Job characteristic study of 214 employees and managers from a fast food – outlet of Pakistan retail food service. Employee’s turnover intention was significantly associated at firm level and individual level factors and demonstrates the upgrading of food quality and service in the chain. The regression analysis was used to measure the relationship and significance among the observed constructs using SPSS 26. Job characteristics explains within-store variance. The hypothesis statement of the study projected that turnover intention has significantly affected due to individual level and firm level constructs setting in this situation. Outlet variance is described in adding to compensation, transformational leadership among employees in perspective of age and tenure similarity in the firm employees. Further research, limitation are managerial implication and theoretical framework can be discussed in detail.

Relationships between job characteristics, work engagement, conscientiousness and managers’ turnover intentions

2018 ◽  
Vol 47 (2) ◽  
pp. 353-377 ◽  
Author(s):  
Upasna A. Agarwal ◽  
Vishal Gupta
Keyword(s):  
Work Engagement ◽  
Indirect Effects ◽  
Turnover Intention ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship

Purpose Integrating the job demands-resources theory and the conservation of resources theory, the purpose of this paper is to develop and test a moderated-mediation model examining the relationships between motivating job characteristics, work engagement, conscientiousness and managers’ turnover intentions. Design/methodology/approach Data were collected using a survey questionnaire from 1,302 managers working in eight Indian private sector organizations. Structural equation modeling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. Findings The study found evidence of the mediating role of work engagement for the relationship between motivating job characteristics and managers’ turnover intentions. Conscientiousness moderated the relationship between work engagement and turnover intention. The total and indirect effects of motivating job characteristics on turnover intention were moderated by conscientiousness. Research limitations/implications The study was cross-sectional, so inferences about causality are limited. Practical implications The findings of this study reaffirm the crucial role of job characteristics in influencing work engagement and turnover intention. By examining work engagement as a mediator for the job characteristics-turnover intention relationship, this study explores the process through which job characteristics are associated with turnover intention. The findings of the moderating influence of contentiousness on the relationship of direct and indirect effects of job characteristics suggests that individual personality can influence social exchanges as well as managerial attitudes and behaviors in multiple ways. Originality/value The study provides an insight into the underlying process through which job characteristics are related to managers’ turnover intentions. To the best of the authors’ knowledge, such a study is the first of its kind.

scholarly journals Mediation of job embeddedness and satisfaction in the relationship between task characteristics and turnover

2017 ◽  
Vol 29 (1) ◽  
pp. 248-267 ◽  
Author(s):  
Aristides I. Ferreira ◽  
Luis F. Martinez ◽  
José Pereira Lamelas ◽  
Rosa I. Rodrigues
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Job Embeddedness ◽  
Task Characteristics ◽  
Content Type ◽  
Individual Level ◽  
The Individual ◽  
Hotel Managers ◽  
The Relationship

Purpose Employees’ turnover intention is a key problem that hotel managers face daily. This is partially explained by the inevitability of performing tasks with little significance and low identity. This study aims to understand how job embeddedness and job satisfaction could lessen the undesirable effect of task characteristics on turnover intentions. Design/methodology/approach A sample of 525 employees operating in 46 Portuguese hotels was used in this study. The questionnaire included demographic variables and four reliable instruments used to measure job satisfaction, job characteristics, job embeddedness and turnover intentions. The study used a multilevel statistical approach considering both the individual and the hotel levels of analysis. Findings Through multilevel statistics, the findings suggest that both at the individual level and the hotel level of analysis, job satisfaction and job embeddedness fully mediated the relationship between different task characteristics (significance and identity) and turnover intentions. Research limitations/implications Despite a possible absence of common method variance, due to the confirmatory factor analysis, social desirability bias may exist because of the self-reported nature of the survey. Practical implications Managers should increase the perceived costs of employees leaving the hotel by introducing training programs and plans for career development. Also, to increase job embeddedness, managers should also rethink the organizational dynamics of this industry. Originality/value This research provides empirical evidence of the antecedents and mediators of employees’ intentions to leave the hotel industry both at the individual and at the hotel level (multilevel approach).

Relationship between a high-performance work system and employee outcomes: A multilevel analysis

2020 ◽  
Vol 48 (1) ◽  
pp. 1-9 ◽  
Author(s):  
Bing Ma ◽  
Guimei Ma ◽  
Xiaolang Liu ◽  
Hermann Lassleben
Keyword(s):  
Hierarchical Linear Modeling ◽  
Social Identity Theory ◽  
Organizational Identification ◽  
Turnover Intention ◽  
High Performance ◽  
Employee Outcomes ◽  
Linear Modeling ◽  
Firm Level ◽  
Individual Level ◽  
The Relationship

Although research on high-performance work systems (HPWS) is increasing, there are few studies in which the focus is on whether and how firm-level HPWS affect individual-level employee outcomes. Using social identity theory, we examined the relationship between HPWS and employee outcomes, and the role organizational identification plays as a mediator in this relationship. We used a multilevel research design and collected data at the organizational and individual levels from a sample of 485 employees of 32 companies in Guangdong Province, China. We used Amos 17.0 and hierarchical linear modeling 6.08 software to examine our hypotheses and the theoretical model. Results showed that organizational identification fully mediated the relationship between HPWS and employees' job performance as well as that between HPWS and their turnover intention. Our findings provide new insights into the relationship between firm-level human resource management and individual-level employee outcomes, and highlight the importance of considering the implementation of HPWS practices to strengthen employees' identification with the organization and improve their performance.

When and how does perceived overqualification lead to turnover intention? A moderated mediation model

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Riya Vinayak ◽  
Jyotsna Bhatnagar ◽  
Madhushree Nanda Agarwal
Keyword(s):  
Turnover Intention ◽  
Service Sector ◽  
Turnover Intentions ◽  
Psychological Capital ◽  
Supervisor Support ◽  
Moderated Mediation ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
Perceived Overqualification ◽  
The Relationship

PurposeThe study is aimed at developing and testing a theoretical model where psychological capital acts as the intervening mechanism explicating the relationship between perceived overqualification (POQ) and turnover intention. It also explores how perceived supervisor support (PSS) influences the mediating role of psychological capital in the perceived overqualification and turnover intention association.Design/methodology/approachThe authors test the model through a sample data of 314 workers employed in the Indian IT service sector. IBM SPSS and SPSS AMOS software were utilized for conducting analysis and testing the model involving first-stage moderated mediation.FindingsThe study confirms that perceptions of overqualification have a positive relationship with turnover intentions. Further, it finds that the positive association between POQ and turnover intention will be mediated by psychological capital. The results reflected that perceived supervisor support shall weaken the relationship between perceptions of overqualification and psychological capital.Originality/valueThe research is amongst the limited researches which look at the influence of psychological capital and perceived supervisor support with regards to POQ. It attempts to lay down the underlying psychological mechanism of POQ and highlight the role played by perceived supervisor support.

Impact of Age on Pay Satisfaction and Job Satisfaction Leading to Turnover Intention: A Study of Young Working Professionals in India

2011 ◽  
Vol 36 (4) ◽  
pp. 353-363 ◽  
Author(s):  
Rajashik Roy Choudhury ◽  
Varun Gupta
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Moderating Effect ◽  
Pay Satisfaction ◽  
The Relationship ◽  
Effect Of Age ◽  
Insight Into ◽  
Study Offer

In this study, the authors contribute insight into the relationship between pay satisfaction and turnover intention as well as between job satisfaction and turnover intention amongst young Indian professionals by segregating the respondents into two groups based on the median age. Data were collected from 230 working Indian executives, having median age of 25, from various industries such as Information Technology, Public Sector Units, Pharmacy, and Fast Moving Consumer Goods where they expressed their views on turnover intentions, job satisfaction & pay satisfaction in their respective organizations. The results revealed the negative relationship between turnover intention and job satisfaction and also between turnover intention and pay satisfaction. However, when age is introduced as a variable having a moderating effect on the above relationships, it was noticed that pay satisfaction is more significant than job satisfaction when it comes to intention to quit a job for employees who are relatively experienced having an age greater than the median age of 25; whereas, for employees less than the median age, turnover intention is driven more by job satisfaction than pay satisfaction. Findings from this study offer important implications for theory & research in turnover intention driven by factors like pay satisfaction and job satisfaction with the moderating effect of age of employees.

scholarly journals The Effects of Chinese Seafarers’ Job Demands on Turnover Intention: The Role of Fun at Work

2020 ◽  
Vol 17 (14) ◽  
pp. 5247
Author(s):  
Yuan Gu ◽  
Dongbei Liu ◽  
Guoping Zheng ◽  
Chuanyong Yang ◽  
Zhen Dong ◽  
...  
Keyword(s):  
Turnover Intention ◽  
Online Survey ◽  
Turnover Intentions ◽  
Job Demands ◽  
Occupational Commitment ◽  
Group Activities ◽  
Correlative Analysis ◽  
The Relationship ◽  
Chinese Seafarers

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands–turnover intentions relationship. On the basis of the job demands–resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands–turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers’ turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.

Examining relationships among corporate ethical values, commitment and turnover intentions

2016 ◽  
Vol 5 (1) ◽  
pp. 32-52 ◽  
Author(s):  
Japneet Kaur ◽  
Sanjeev Kumar Sharma
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Positive Association ◽  
Ethical Values ◽  
Content Type ◽  
Corporate Ethical Values ◽  
Relationship Of ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship of corporate ethical values (CEV) on the work attitudes linked to the organizational behavior of employees. It primarily focusses on examining the relationship of CEV with organizational commitment (OC) and the turnover intention (TI) of employees. Design/methodology/approach – Study undertakes an explanatory analysis on a sample of 150 employees from large and medium scale Indian Information Technology Business Process Outsourcing firms. Findings – Results of the study revealed significant relationships among the variables. Strong positive association has been found between CEV and commitment, whereas, contrasting result has been found with TI of employees. CEV explained 22 percent and 23 percent of variance in commitment and TI, respectively. Moreover, the relationship of ethical values and TIs has been found to be mediated through OC. Practical implications – Study enables the managers to understand wider impact of ethics in an organization and its positive impact on employees in increasing their commitment levels. Managers should focus on the ethical aspects of conducting business to ensure that the employees are well engaged with their employer and have the least tendency to shift when given an opportunity. Originality/value – This research attempts to bridge the gap in the existing literature by explaining relationship among variables (CEV, OC and TI) in context to the South-Asian nations, and especially India.

scholarly journals If You Believe, It May Come True: The Relationship and Mechanism Between Self-Occupation Stereotypes of Private Kindergarten Teachers and Their Turnover Intention in China-Mainland

2021 ◽  
Vol 12 ◽  
Author(s):  
Feng Yang ◽  
Yang Han ◽  
Minyan Li
Keyword(s):  
Professional Identity ◽  
Turnover Intention ◽  
Personal Control ◽  
Equation Model ◽  
Kindergarten Teachers ◽  
Individual Level ◽  
Occupation Stereotypes ◽  
The Individual ◽  
China Mainland ◽  
The Relationship

In China-Mainland, the turnover rate of private kindergarten teachers remains high for a long time. With 692 Chinese private kindergarten teachers as subjects, we applied a questionnaire survey to examine the relationship between self-occupation stereotypes held by private kindergarten teachers and their turnover intention and the underlying mechanisms. The structured equation model (SCM) was conducted to analyze data and revealed a significantly positive correlation between self-occupation stereotypes and turnover intention. Further analyses showed that on the individual level, personal control sense mediated the relationship between self-occupation stereotypes and turnover intention, and on the organization level, professional identity mediated the relationship between them. Additionally, self-occupation stereotypes were also related to turnover intention via the chain-mediating role of personal control sense and professional identity. The current research firstly clarified the acting paths between self-occupation stereotypes of private kindergarten teachers and turnover intention on both the individual and the organization levels. In practice, the research provided a novel perspective for policy makers to alleviate the turnover tendency of private kindergarten teachers.

scholarly journals The Link between HR Attributions and Employees’ Turnover Intentions

2016 ◽  
Vol 18 (1) ◽  
pp. 55 ◽  
Author(s):  
Juliana Caesaria Tandung
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Human Resources Management ◽  
Intention To Leave ◽  
Individual Level ◽  
Hr Practices ◽  
And Behavior ◽  
Attitudes And Behavior

Human Resources Management (HRM) is part of the organizational functions that contribute to the effectiveness of a firm’s performance, and brings an organization a competitive advantage through the implementation of its Human Resources (HR) practices. HR practices adopted by management are perceived or attributed subjectively by individual employees, and can in turn affect the employees’ attitudes and behavior (e.g. Job satisfaction and turnover intention). The purpose of this study is to contribute to the process-based approach by investigating the effect of HR attributions on turnover intentions, with job satisfaction playing a mediating role. The analysis is on the individual level, with 454 respondents from various organizations within the Netherlands. The results show that HR attributions can affect the turnover intention, through the presence of job satisfaction. Thus, it can be said that it is important to always consider the employees’ attitudes and behavior when examining their perception of HR practices, and in predicting their intention to leave.

scholarly journals Turnover Intention Factors among Private Hospital Nurses in Indonesia

2020 ◽  
Author(s):  
. Rindu ◽  
Syukri Lukman ◽  
Hardisman Dasman ◽  
. Hafizurrahman ◽  
Adang Bachtiar
Keyword(s):  
Job Satisfaction ◽  
Turnover Intention ◽  
Structural Equation ◽  
Private Hospital ◽  
Turnover Intentions ◽  
Job Characteristics ◽  
Partial Least Square ◽  
Least Square ◽  
Organisational Commitment ◽  
Nurse Turnover

Introduction: The most critical problem faced by the health care system is the shortage of workers. This phenomenon is due to the release of employees. The number of turnover rate in private hospital is high due to which hospitals management face problems in the field of nursing.Aim: To determine turnover intention and factors behind turnover intention among private hospital’s nurses who worked in Jakarta, Indonesia. Materials and Methods: This cross-sectional study was conducted from March to September 2018 in two private hospitals in Jakarta, Indonesia, involved 97 nurses. Data were collected by employing a set of self-administered structured questionnaires and were analysed using Partial Least Square-Structural Equation Modelling (SEM-PLS technique). Results: The results showed that there was a significant negative influence on organisational commitment to turnover intentions (-0.496). The higher the nurse’s organisational commitment, the lower was the nurse turnover intention. The better the job characteristics of nurses, the lower was the nurse turnover intention (-0.213). There was a significantly positive influence of job characteristics on job satisfaction (0.499). The higher the job satisfaction of nurses, the higher was the organisational commitment (0.374). Conclusion: The findings show that the influence of nurses’ work commitment has the greatest direct influence in influencing the turnover intention. Hospital need to increase nurses’ organisational commitment through their job satisfaction.

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